The way we plan or design an organisational structure often starts with the best intentions, aligning roles and processes with broader strategy, however over time priorities change and the structure evolves into something either overly complex or completely misaligned with strategic imperatives.

The challenges of attracting and retaining talent are shining a spotlight firmly on performance-based compensation programmes. The employee benefits that truly matter to people have changed, unfortunately most reward strategies have not.

We’re all vulnerable to the stress and strain of everyday life, balancing work and personal lives while also coping with the impact of a global pandemic and lockdowns that restrict our usual freedoms. At times, this can manifest itself in feelings of disengagement which effects both our wellbeing and sometimes, our work performance.

Workplace reorganisations and restructures are inevitable, particularly in today’s environment with external pressures impacting on a company’s ability to remain competitive.

In the blogpost below, we delve into the world of personality assessments and provide some insights into the differences between measuring the personality of an individual versus the cognitive diversity of a group.

Retaining top executive talent in today’s highly competitive market is becoming more and more challenging regardless of the industry you’re in. Take heed of these top drivers of high employee churn and start retaining your company’s top staff for longer.

What does it take to be a leader in business? What are those innate skills or core traits required by successful leaders in the workplace? And by “leaders” we don’t just mean those in the boardroom or c-suite, but rather any employee who is in a position where they inspire and motivate others.

In the history of ‘work’ has there ever been such a swift and tremendous change to the workplace than what we have experienced over the past two years, as a result of the global pandemic? If organisational culture is defined as “the way things are done around here” where does that leave our shared attitudes, beliefs and customs in the face of so much disruption...

The workplace is constantly changing and if the past two years has taught us anything then it’s the knowledge that our ability to keep pace with change will be fundamental to our success. The same can be said for roles and functions within an organisation, in that we create new ways and adopt new thinking to help an organisation and the people within it to thrive.

International Women’s Day 2022 is shining the spotlight on gender bias, discrimination and stereotyping with their #BreakTheBias campaign theme. It got us thinking about gender equality and specifically pay gaps, an issue that spans all sectors. Rather ironically however, are we actually paying our HR leaders fairly?

In a relatively short period of time, online professional networking site LinkedIn transformed the way people find new opportunities and how employers and hiring managers search for talent. Could an entertainment platform like TikTok be the next channel for recruitment?

Diversity, equity and inclusion, or DE&I as it is widely known, is a hot topic and perhaps one of the most fundamental human resource management goals that businesses are seeking to ‘solve’ in the current age. In this blog, we’re narrowing our focus to look specifically at ways to transform how you hire, for good.

Employee retention is a fundamental component of organisational success. If you’re doing it right, what you should be aiming for is high engagement and high retention – your employees care about their work and the organisation, and you’re doing your best to keep them in the business. But it's not just about compensation and benefits.